Six Key Characteristics of Organizations that Value Inclusive Culture

Worldwide, diversity is gaining momentum as organizations strive to create a more diverse and inclusive culture. Some companies work towards it to meet compliance regulations. Others do it because of board or shareholder pressure. Furthermore, others look beyond compliances to create a diverse workforce. This contributes to the business’s long-term growth and performance.

Many organizations that implement diversity programs fail to retain their diverse talent. It is due to the lack of inclusivity in the workplace. Although the process of implementing diversity comes with challenges, the rewards outweigh them. The most significant reward is innovation. Diverse teams inevitably outperform homogenous ones. Additionally, they increase business revenues. Besides, in the current scenario, companies that lack diversity are more likely to lose business. They end up facing challenges in recruiting new workers.

In general, companies successful at implementing diversity can be identified by 6 key characteristics.

1. An inclusive culture

An employee contributes his best only when they feel a sense of belonging, and it doesn’t occur overnight. Building an inclusive culture takes time. There is no one-size-fits-all approach to creating an inclusive environment. Analyze successes and failures in implementation. Experiment with new things. Doing these can help in building an inclusive culture. Also, diversity and inclusion go hand in hand. So, you can work on both initiatives simultaneously to achieve diversity in the workplace.

2. Leadership commitment

In most organizations, HR is responsible for rolling out DEI programs. However, the initiatives fail unless the leadership buys into the program’s benefits. Leadership must empathize with the efforts. It takes more than leadership support for diversity to thrive in an organization. However, leaders need to feel an emotional and intellectual connection with DEI initiatives. Only then can they be successfully implemented. Implementation a diverse organization with an inclusive culture.

3. A holistic approach to diversity

In many organizations, diversity initiatives focus on compliance. It ignores all-encompassing measures. These measures ensure that the values and experiences of every employee matter. To create a diverse workplace, changes are made at every level of the company. Indeed, this fosters an inclusive culture where leaders and entry-level employees fit in comfortably.

4. Inclusion embedded into everyday processes

Hiring is the first step to increasing diversity in the workplace, but it doesn’t guarantee inclusion. Successful organizations look beyond hiring diverse candidates to fulfill quotas. Instead, they make diversity and inclusion a part of daily processes. These processes provide a safe and secure environment where employees thrive. Additionally, it leads to career growth and retention.

5. Champions of change

Implicit bias training and other initiatives help make employees aware of the need to celebrate differences. They are also inclusive. However, the efforts to create an inclusive culture should be a continuous process that goes beyond training. The best way to achieve it is by identifying champions across teams, departments, and levels. Equip them with the necessary skills to bring a change in thinking. These skills make inclusion a part of the environment.

6. Alignment of the brand perception and inclusion culture initiatives

It doesn’t suffice to make changes within the organization without considering how customers perceive your brand. Building an inclusive workplace involves reviewing the brand’s culture ties. Are they meeting the expectations of the customer base? Also, revise strategies to bring about the required transformation.

In conclusion, diversity and inclusion initiatives need to be ongoing and comprehensive. They cover programs, processes, behavior, and habits across every level of the organization. Moreover, implementing initiatives cannot succeed without open and honest communication. This includes sharing successes and challenges. Finally, regular reviews and feedback are needed to alter strategies and action plans sooner rather than later.

Recommended Podcast

Episode 42 : Being Inclusive with Strategic Language

Recommended Reading

BCG: Inclusive Cultures Have Healthier and Happier Workers


Diverseek serves as a platform for meaningful conversations, education, and advocacy surrounding issues of diversity, equity, and inclusion in the workplace.